TESCO HR Report: Developing Individuals, Teams, and Organizations

This report provides a comprehensive overview of the essential skills, knowledge, and behaviors required for HR professionals within TESCO. It details the importance of professional development, including a personal skill audit and a professional development plan, and explores the differences between individual and organizational learning. The report examines how high-performance work contributes to employee engagement and competitive advantage, and it outlines various approaches to performance management. Furthermore, it emphasizes the need for continuous learning and professional development to drive business performance, incorporating Kolb's learning cycle theory. The report covers topics such as the skills required for HR professionals, personal skill audits, organizational learning, employee engagement, and performance management approaches within the context of TESCO, a multinational retailer.

Developing Individuals Teams and
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................4
LO1..................................................................................................................................................4
P1 Professional Knowledge, skills and behaviour required for HR professional.......................4
P2 Personal skill Audit and Professional development Plan:.....................................................5
LO2 ................................................................................................................................................8
P3 Difference Between organizational and individual learning, training and development .....8
P4 Need of continuous learning and professional development to drive business
performances: .......................................................................................................................8
LO3................................................................................................................................................10
P5 HPW contributes to employment engagement and competitive advantage within specific
situations...................................................................................................................................10
LO4 ...............................................................................................................................................11
P6 Different approaches of performance management:............................................................11
CONCLUSION..............................................................................................................................11
REFERENCE.................................................................................................................................13

INTRODUCTION
Development of the individuals refers to the development of the personal behaviour and
perspective which can be used at a professional front for the development of the firm.
TESCO is a multinational retailer store, headquarter is in Welwyn Garden City,
Hertfordshire,England,UK it is the third largest retailer store in the world by gross revenue.
TESCO was founded in year 1919 by Jack Cohen as a group of market stalls. It has about 6800
shops worldwide with the revenue generation of around 63.911 million euros. They have
450000 employees worldwide which are efficiently working for them.
This study includes various skills, knowledge and behaviour which is required by HR
professionals, skill audit and PDP which reflects personal skills and attributes, ways of
individual and organisational learning, ways how HPW contribute in employee engagement and
advantage with specific solutions, approaches of performance management.
LO1
P1 Professional Knowledge, skills and behaviour required for HR professional
For an HR professional working with the team and managers which will help in the
improvement of the team work and the skills that are required to improve the efficiency of the
work and improve the relations between employee and management of the team. HR
professional looks after the development of the organization and work for betterment of the
Tesco. HR professional provides the strategies and attributes that are required for Tesco which
will help TESCO to build strategies and aims development of the Organization(Akhavan and
Mahdi Hosseini, 2016).
Knowledge Skills Behaviour
HR professional of TESCO
must be fulfilling the
responsibility that help in the
growth of the firm. HR
professional higher the and
carries out the research based
on the performance of the
Skills which an HR
Professional must implement
as that defines the role and
responsibilities. HR
professional must have a skills
to manage the work and must
be able to handle the
Attributes which are necessary
for the HR professional are
good communication, better
time management quality. HR
professionals must have the
required skills which can help
in the managing the tasks and

managers as well as that of the
employees.
management which can deploy
the functioning of the firm..
challenges put up by the macro
and micro factors.
HR professionals looks after
the all round development of
the firm including the policies
that are required to govern the
organizations. They aims to
improve the performance for
the development and profit
generation of the
firm(Brunning, 2018.). HR
professional must have a
complete knowledge about the
various legislations and acts
and legal legislatures which
must be ensured within the
organizations which can help
the organization and welfare of
the workers which safeguards
them and help them by
providing a sustainable
environment(Bolden, 2016).
HR professional must be well
experienced to handle the
situations like a fight between
the workers, conflicts and
misconducts must be handled
by the HR professional. HR
professional must be so aware
that must guide the HR. HR
professional must be capable
enough to take up the handling
and managing the team which
are required for salient
working of the firm. HR
professional must be skilled to
tackle tricky situations which
can be a threat to the firm.
HR professional must have
attributes to take up the
challenges and implement best
working practices within the
firm. HR professional of
TESCO must be trained
enough to to provide firm with
required resources and
qualities which can be used for
a long term practice. They
must have a potential qualities
that are required for the
welfare of the organization.
P2 Personal skill Audit and Professional development Plan:
Professional Development Plan
KSA to be
Developed
Activities
required for
development
Duration Development
Monitoring
Approach
Assessment of
development
Evaluation
Knowledge:
knowledge of
Online tutors,
books must be
3 months A reflective
approach must
This is
calculated out
It can be
evaluated by

employee
legislation
must be
developed
refereed be done by
solving a set
of online tests.
by the
feedbacks of
manager, and
co-workers.
the learning
various
approaches
and examining
by
implementing
in the working
scenario that
needs to be
implemented
and evaluation
must be
generated.
Skills:
Communicati
on skills,
presentation
skills
Communicatio
n developed
through
reading novels
and online
tutors. Ways of
presentation
can be learned
through
presentations
and GD must
be
implemented
4 months This can be
done by a
improving
through
reading books
and
developing the
skills,
presentation
must be
improved by
practising
various
presentation
skills
Feedback from
development
classes and
colleagues(Ch
eng and et.al.,
2016.).
Communicatio
n must be
improved by
indulging into
activities and
generating the
development
skills.
Attributes:
Team work,
Team work
must be done
2 months This can be
done by
This can be
done by the
This will help
to motivate

Motivation by developing
the practices
and by
observation in
the group tasks
. Motivation is
carried out by
watching
motivational
talks(De Luc,
2018).
personal
evaluation and
by the
approaches
carried out can
be used in
work reflects
self
evaluation.
feedbacks and
the growth in
the work.
others and
help in
monitoring the
things.
Personal Skill Audit:
This skill Audit consists of SWOT analysis of Trainee Marketing Manager. This is a tool which
helps in reflecting our attributes which can help in the development of the individuals:
Strength:
I have the capability to change the working conditions and change the working scenario
for the development of the team. I can sustain in any kind of change taking place, I am able to
take up the challenges and try to figure out with the best of my knowledge. I have potentials to
take up the working conditions and change accordingly as per my needs and betterment. I have a
quality to convince others as per my needs and conditions. I have several innovative and team
governing skills as manipulating people is my positive point. I have a detailed knowledge that
are required for the betterment of the skills(Deakin Crick and et.al., 2015).
Weakness:
I lack in communication with the people and do not open up easily which lacks the skills
of effective communication. I do hesitate to speak in front of the audience and with fellow
workers. I am not able to communicate with people which restricts the group working tasks for
me and puts a negative impact on my character. I am an introvert which restricts my
opportunities to move forward.
Opportunities:

I have opportunity in the individual tasks in which I can perform best with my knowledge
and skills. I can work efficiently with the technology and continuous working environment of the
workers. I can increase my knowledge with the help of technology. Innovation and technical
advancement can be my plus point(Healey, 2017).
Threats:
Reserved attitude can be a threat to my academic advancement. Increase in pressure
ultimately decreases my performance as I am unable to work under pressure. Major threat to my
career can be fear of group working which can be used to decrease my moral and restricts my
growth.
LO2
P3 Difference Between organizational and individual learning, training and development
Individual learning Organizational learning
Individual learning is basically the method
through which the individual learns and thus
increases the knowledge(Housley, 2017).
Organizational learning is generally the
process through which organizations enhances
themselves through gaining experience and
thus transferring the knowledge.
This type of learning basically focuses on the
single individual and is focussed on
improving the skills of a person
This type of learning is focussed towards
improving the skills and behaviour of the
employees of entire organization and this is
used for the organization as a whole.
Individual learning is self directed and hence
increases the capacity of the individual
employee
It is business directed and thus helps to serve
the organization as a whole.
When an individual employee or person
learns the new skills or the qualities then the
productivity as well as the performance of
that individual increases.
When the transferring of knowledge occurs
within the organization or when the new skills
are inculcated within the group then the
productivity as well as the performance of the
entire organization increases along with the
group(Jelphs and Dickinson, 2016).
This type of learning emphasizes on
providing feedback and the performance
This type of learning focuses on providing
feedback and continuous learning to the entire

appraisal of the individual employee and thus
focus on personal growth of that individual
group within the organization and thus
stresses upon increasing the organizational
efficiency.
P4 Need of continuous learning and professional development to drive business performances:
Continuous learning needs to be developed with the help of various training and
development opportunities provided to the worker for a continuous growth and development of
the workers, which can keep up the continuous pace of work and provide TESCO with better
results. This can be carried out through conventions, values and practices which needs to be
developed within the organization that can build up the qualities which are suitable for the
working environment for the workers. These methods are helpful for the development of the
individuals development of competence and knowledge which can be a useful amenity for
TESCO. As it is fruitful for the organization to attain the high revenue with effective use of
resources and achieve huge success among its rivals in the market. Learning and development
culture helps employees to develop a knowledge and skills which are helpful in raising their
skills and further can raise their work quality effectively due to that. For rendering effective
services to their customers should develop this culture at their workplace. Learning goals can be
set within team so that the team member should achieve that learning set goals and share them
with the rest of team(Kools and Stoll, 2016).
David Kolb's learning cycle theory:
This theory consists of four major stages :
Concrete Experience:
It consists of performing a task which the individual, team of organizations are assigned.
It is a key to learn therefore active involvement is required. It requires active performance and
conceptualization. Actual performance is required to attain tasks.
Reflective observation:
At TESCO the task carried out are evaluated and performed under the better guidance.
This refers to the review of the task that is carried out earlier which needs to be performed and
evaluated. At this stage various performance channels open up and feedbacks are generated
which evaluates the key performance and ways of improvement are evaluated out. This stage

generates the feedback and are conceptualized and ways of improvements are seen(Nolan and
Garavan,2016.).
Abstract Conceptualization:
This step involves conceptualization of what happened and what concept needs to be
used for the better generation of the concepts and ideas which improves the performance of the
workers. This is a reflective stage like what needs to be done next and what have been done is
reflected, this includes ways of improvising and improving.
Active Experimentation:
This stage is used to implement the various cases that can be used to evaluate out the
result and put the things into practice which can be used for the implement of the better
techniques in future perspectives(Raes and et.al., 2015).
LO3
P5 HPW contributes to employment engagement and competitive advantage within specific
situations
Key elements of high performance work
High performance work is the tactics of the management system which would increase
the productivity of the company. When these tactics are implemented on the employees it would
result in the increase in the employee engagement and improve the performance of the
employees and the company. High performance work has its elements which are employees
decision-making process, and the techniques how the employee would learn. The employees see
as incentives and also the technologies which are employees familiar with.
High performance work practices
TESCO is adopting the high performance practices which would include the job
previews. Flexible job description and job specifications which would also include the current
needs of the company from the candidate. Compensation systems, award programs and
innovation programs are motivating the employees which are working in the organizations as
well. The employees of the company are getting their pay on the basis of the performance. Team
must be provided with the briefings at the every level of the organization(Sharma and Sharma,
2016).
Impact of high performance work practices on the company

High performance work would be improving the performance of the employees and the
performance of the TESCO as well. Through these practices the productivity of the company is
increasing and the company would also increase the revenue and the image of the company in
the market as well. These would also form the employee relations between the employees and
the employers. The methods of motivating the employees is used by the company improving the
productivity of the Tesco and also bring new ideas which would also encourage them. Flexible
job descriptions and job working time is making the employees work efficiently and perform the
task with the perfection.
Through these the TESCO would also utilize the skills of the employees which are
working in the company. The employees of the Tesco would also work according to the policies
of the company. Company cannot implement all the strategies on the employees because
strategies can might be expensive and not implemented by the company. So the company would
also implement the strategies which can be levied by the company(Waddell and et.al., 2019).
LO4
P6 Different approaches of performance management:
Various approaches of performance management can be done in order to mitigate the
performance and the structure of the working conditions helps workers to improve the stress
working and implementing the working strategy. this can be done by:
Effective communication:
It refers to the process of exchanging the ideas, thoughts and knowledge through which
the purpose of the organization is fulfilled which needs to be understood for increasing the
performance of the workers and the work related tasks which can help in the betterment of the
firm which can help in the team building culture. Effective communication helps in the
improving the character increasing the person specification skills and attributes to bring about
the change in the organisation which can bring up the performance of the firm. Skills can build
up in team performance and team build-up which can help in increasing the performance of the
firm. Through effective communication channelising message passed on are in a communicative
way, a clear channel eliminates the chaos and improves the performance of the team build
strategy(Thorpe, 2016).
Collaborative performance:

Collaborative performance refer to the performance of worker in team. As a group all the
tasks to be carried out are in the effective manner, which improved the efficiency of the work
and team management skills are improved. This helps in keeping the group information handy
and to increase the performance of the firm. This channelization and open space makes the team
work practise and efficient in team sharing. This helps one another with the work and increases
the performance increases greater sense of working and removes individualism(Woodcock,
2017).
CONCLUSION
This study concludes about the effective professional knowledge and skills that are
required for the development of the HR professional front and the qualities that are required for
the development of the individuals for the development of the individual by identifying various
improvement and change in behaviour which can be used to overcome the negative effects and
the use them actual practices. This elaborates how HR professional uses skills to manage the firm
and provide the best strategy within the organisation which helps in the development of the
individual practices. Various methods of learning training and development can be explained and
use for the betterment of the firm. Use of HPW for the engagement of the workers and ways of
professional development. Evaluation of different approaches to mitigate the ill effects and
improve the performance of the firm.